{"id":5668,"date":"2025-01-15T11:19:10","date_gmt":"2025-01-15T17:19:10","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=5668"},"modified":"2025-01-15T13:00:10","modified_gmt":"2025-01-15T19:00:10","slug":"hr-newsletter-eeoc-addresses-use-of-wearable-technologies","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2025\/01\/15\/hr-newsletter-eeoc-addresses-use-of-wearable-technologies\/","title":{"rendered":"HR Newsletter: EEOC Addresses Use of Wearable Technologies"},"content":{"rendered":"\n
\"HR<\/figure>\n\n\n\n
<\/div>\n\n\n\n

On Dec. 19, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) released a fact sheet<\/a> addressing the application of federal employment discrimination laws to the collection and use of information from wearable technologies, or \u201cwearables.\u201d Wearables can be used to track various physical factors, such as an employee\u2019s location, heart rate, electrical activity, or fatigue.<\/p>\n\n\n\n

Overview<\/strong> – Employer-mandated wearables (including watches, rings, glasses, and helmets) worn on the body to track bodily movements, collect biometric information or track location are becoming increasingly common. In its fact sheet, the EEOC identified how federal equal employment opportunity (EEO) laws may apply to the use of wearables. The EEOC specifically addresses each topic in the fact sheet. <\/p>\n\n\n\n\n\n\n\n

Employer Takeaways<\/strong> – Employers who choose to use wearables to collect data about their employees should take steps to ensure that their practices do not violate federal employment discrimination laws. Employers should review what data such wearables collect (including the accuracy and validity across different protected classes); whether such data are stored in a confidential manner; and whether and how such data are used in employment-related decision-making, including whether their use has a negative impact on employees of different protected classes.<\/p>\n","protected":false},"excerpt":{"rendered":"

On Dec. 19, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) released a fact sheet addressing the application of federal employment discrimination laws to the collection and use of information from wearable technologies, or \u201cwearables.\u201d Wearables can be used to… <\/p>\n

Continue reading →<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[31],"tags":[],"class_list":["post-5668","post","type-post","status-publish","format-standard","hentry","category-hr-newsletter"],"featured_image_src":null,"author_info":{"display_name":"Employco USA","author_link":"https:\/\/www.employco.com\/blog\/author\/employcousa\/"},"yoast_head":"\r\nHR Newsletter: EEOC Addresses Use of Wearable Technologies - Employco Blog<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.employco.com\/blog\/2025\/01\/15\/hr-newsletter-eeoc-addresses-use-of-wearable-technologies\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"HR Newsletter: EEOC Addresses Use of Wearable Technologies - 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The agency resolved 70,804 charges in 2020 and secured $439.2 million for victims of employment discrimination. Among their efforts, EEOC employees fielded over 470,000 phone calls and responded\u2026","rel":"","context":"In "HR Newsletter"","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"Equal Employment Opportunity Commission (EEOC)","src":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/March2021_EEOC.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/March2021_EEOC.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/March2021_EEOC.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/March2021_EEOC.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/March2021_EEOC.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":3604,"url":"https:\/\/www.employco.com\/blog\/2021\/09\/14\/hr-newsletter-eeoc-extends-eeo-1-deadline-for-2019-and-2020\/","url_meta":{"origin":5668,"position":5},"title":"HR Newsletter: EEOC Extends EEO-1 Deadline for 2019 and 2020","author":"Employco USA","date":"September 14, 2021","format":false,"excerpt":"Employers now have even more extra time to submit equal employment opportunity (EEO-1) workforce data from 2019 and 2020, the U.S. Equal Employment Opportunity Commission (EEOC) announced on Aug. 18, 2021. 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